Need answer to these quastions

Motivation can be defined as “theprocesses that account for an individual´s intensity, _______, and________ of effort toward attaining a goal”.

a.emotion and direction

b.direction and persistence

c.persistence and quality

d.reward and direction

e.none of the above

An employee is angry about promotiondecision.   Though he is nosure that he was the bestcandidate, he feels that he never really got the chance todemonstrate his skills.His dissatisfaction is consistent withresearch on:

a.Distributive equity

b.Procedural consistency

c.Distributive justice

d.Procedural justice

e.None of the above.

Why is objective performance data limited?

a.They fail to tap into why some people perform better thanothers

b.They are not subjective

c.They are not limited

d.They fail to predict task performance

e.b and d are correct

Effective performance measurement focuses on:

a.Task

b.Behavior

c.Management expectation

d.The cognition of the employee

e.All of the above

A key property of the competency approach is that performanceshould be defined _______.

a.In task terms.

b.By managers.

c.Behaviorally

d.Specifically and clearly.

e.None of the above.

Perceptions of the accuracy of feedback is related toperceptions of:

a.Communicator credibility

b.Managerial training

c.Performance-related pay

d.Equity

e.Performance

   The cost of work-related stress inorganizations can be estimated in terms

a.Absenteeism

b.Lost productivity

c.Compensation claims

d.All of the above

e. a and b are correct.

______ can be regarded as causes of stress (stressor).

a.Noise

b.Time rigidity

c.Workload

d.All of the above

e.b and c are correct.

The process through which an organization gets information onhow closely an employee´s actual performance meets his or herperformance plan is known as __________.

a.Performance appraisal

b.Job analysis

c.Performance feedback

d.Ability analysis

e.Achievement discrepancy

Which of the following is an example of using performancemanagement to fulfill an administrative purpose?

a.Define the results, and, to some extent, employeecharacteristics that are necessary to get results.

b.Develop employees who are effective at their jobs.

c.Use performance appraisal to make decisions such as payraises, promotions, layoffs and recognition of individualperformance.

d.Identify employee´s strengths and weaknesses, link employeesto appropriate training and developmental activities.

e.Confront employees with their performance weaknesses.

Globo Analytics Inc., a data analysis company, has modified itsperformance management system. Apart from training employees ontheir specific tasks, the trainers and mangers help the employeesbecome more aware of the overall goal of the company and how theirindividual performances influence the broader goals of the company.As a result of this, employees´ performance have become moreconsistent with the organization´s strategies, goals, and culture.This initiative of Globo focused on the   __________criterion of performance management.

a.Consistency

b.Strategic congruence

c.Social

d.Acceptability

e.Risk avoidance

. Whittaker Publishing Corp. is a publishing company that wantsto hire more technical experts to handle the software requirementsin the publishing process. However, the test given to theprogrammers assessed not only their technical knowledge, but alsotheir communication skills, language abilities, and understandingof client services. The test conducted by Whittaker Publishing Corpis ___________.

a.High on reliability

b.Low on strategic congruence

c.Low on acceptability

d.High on specificity

e.Low on Validity

Teknical Inc. decides to implement a new performance managementsystem. It consists of a list of five traits used to evaluate allthe employees. The manager considers one employee at the time; andon a continuum with five different points, circles the number thatsignifies how much of a particular trait the individual has. Whichtype of performance management system is Teknical Inc. using?

a.Probability distribution

b.Simple ranking

c.Forced distribution

d.Paired comparison

e.Graphics rating scale.

A competent employee receives lower-than-deserved ratingsbecause of a few outstanding colleagues who set very-highperformance standards. This is an example of a ______ ratererror.

a.Contrast

b.Distributional

c.Halo

d.Similar to me

e.Horns

The average compensation – including wages, salaries, andbonuses – of jobs in an organization is called the __________.

a.range spread

b.compa-ratio

c.pay level

d.job structure

e.pay grade